unprofessional team

[Anonymous]

Anonymous wrote:The risk of shutting down teleworking for all is this will annoy the productive members of your team

True, and some may leave. Those who like their jobs can be pressured to lean hard on those who are slacking. It works in sports (e.g., coach says everyone does laps until Johnny starts catching passes), it works in the military (e.g., drill sergeant says everyone drop and give me 20 every time Private Joker makes a wisecrack), and it even works in the office (e.g., boss says everyone stays late until John Smith gets his work done).

Peer pressure is a wonderful motivator because it's not the boss putting pressure on the under-performer - it's his/her peers.

[Anonymous]

The higher up managers should have told you about this when they hired you.

If it were me, I would look for a different job. Who wants to "discipline" all those people? They really should have told you ahead of time if that's what they wanted yo uto do.

[Anonymous]

Shutting down telework may not be that easy if these are bargaining unit employees (which 10-1 they are, otherwise they'd have been out the door long ago based on the behavior OP describes)

[Anonymous]

http://www.amazon.com/Lincoln-Leadership-Executive-Strategies-Tough/dp/0446394599

Might be helpful.

[Anonymous]

Fwiw, some of this shit happens in the private workd too. I had a direct who ran a business on the side and used her paid time to do it. I had to jump through hoops to get her fired.

But...do you realize that sometimes you don't get immediate responses to emails and vm from people in the office? It's not a telework thing, necessarily.

[Anonymous]

yes there are lazy fucks in private sector who are leeches but they are not doing it on yours or my tab. that is a crucial difference. someone needs to forward this thread to the IG and refund us our tax dollars. not. cool.

[Anonymous]

Anonymous wrote:Fwiw, some of this shit happens in the private workd too. I had a direct who ran a business on the side and used her paid time to do it. I had to jump through hoops to get her fired.

But...do you realize that sometimes you don't get immediate responses to emails and vm from people in the office? It's not a telework thing, necessarily.

NP here- really, OP described no shows to mandatory meetings- he also indicated no on replied- period. It's not a question of not replying immediately- it's just not answering. I have worked with people who worked from home and frankly it was really apparent that it meant it wasn't working at all to some coworkers. One coworker had the audacity to say he was on the way to a park with his kids and could only talk a bit- but that's my whimpy ass ex-boss' fault for not reigning him in- ever. Lots more there but ultimately my boss let many employees get a paycheck for nothing.

[Anonymous]

OP, tread with extreme caution.

The fact that your hiring managers mentioned none of these issues tells me that your staff have been allowed to function this way for a very long time with impunity AND that your senior managers do not see the way they are functioning as a problem.

I'm a federal manager, and I have a friend who was in a situation almost identical to what you described. He documented the performance issues and tried to turn the office around. He was removed from his job. He had to be lateraled, because his senior managers had no cause to actually fire him. However, his career was pretty much in limbo for years.

Unless you have the explicit backing (and you need to test it in small increments) of YOUR managers ALL the way up the chain, you may end up being penalized because you're "rocking the boat." So very sad, but too often true in federal government.

They act is, your employees did not get to where they are now -- an incredible level of unprofessional behavior -- without being nurtured in that direction.

[Anonymous]

Anonymous wrote:

Anonymous wrote:The risk of shutting down teleworking for all is this will annoy the productive members of your team

True, and some may leave. Those who like their jobs can be pressured to lean hard on those who are slacking. It works in sports (e.g., coach says everyone does laps until Johnny starts catching passes), it works in the military (e.g., drill sergeant says everyone drop and give me 20 every time Private Joker makes a wisecrack), and it even works in the office (e.g., boss says everyone stays late until John Smith gets his work done).

Peer pressure is a wonderful motivator because it's not the boss putting pressure on the under-performer - it's his/her peers.

I had a boss who decided it was easier to get productive employees to apply pressure rather than for him to do something about the poor performers (document, PIP, etc). The peer pressure approach worked in that a few of the worst offenders left. However, it lowered team morale, and the remaining productive employees felt pitted against each other. I left at the first opportunity, and I assure you, I am a high performer. I can't respect a boss who expects me to do his job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The risk of shutting down teleworking for all is this will annoy the productive members of your team

True, and some may leave. Those who like their jobs can be pressured to lean hard on those who are slacking. It works in sports (e.g., coach says everyone does laps until Johnny starts catching passes), it works in the military (e.g., drill sergeant says everyone drop and give me 20 every time Private Joker makes a wisecrack), and it even works in the office (e.g., boss says everyone stays late until John Smith gets his work done).

Peer pressure is a wonderful motivator because it's not the boss putting pressure on the under-performer - it's his/her peers.

I had a boss who decided it was easier to get productive employees to apply pressure rather than for him to do something about the poor performers (document, PIP, etc). The peer pressure approach worked in that a few of the worst offenders left. However, it lowered team morale, and the remaining productive employees felt pitted against each other. I left at the first opportunity, and I assure you, I am a high performer. I can't respect a boss who expects me to do his job.

Look, it's great to follow the HR rules, but only if they mean something will happen in the end - the person shapes up or gets fired. In the government, it's almost impossible to fire someone, especially if they are a protected class of individual. No matter what the paperwork says, agencies are loathe to incur potential liability for wrongful termination.

[Anonymous]

Anonymous wrote:OP, tread with extreme caution.

The fact that your hiring managers mentioned none of these issues tells me that your staff have been allowed to function this way for a very long time with impunity AND that your senior managers do not see the way they are functioning as a problem.

I'm a federal manager, and I have a friend who was in a situation almost identical to what you described. He documented the performance issues and tried to turn the office around. He was removed from his job. He had to be lateraled, because his senior managers had no cause to actually fire him. However, his career was pretty much in limbo for years.

Unless you have the explicit backing (and you need to test it in small increments) of YOUR managers ALL the way up the chain, you may end up being penalized because you're "rocking the boat." So very sad, but too often true in federal government.

They act is, your employees did not get to where they are now -- an incredible level of unprofessional behavior -- without being nurtured in that direction.

Agreed. The minute someone cries discrimination against you - and they will - no one will have your back because it will hurt their careers.

[Anonymous]

Anonymous wrote:
Agreed. The minute someone cries discrimination against you - and they will - no one will have your back because it will hurt their careers.

This is exactly why my agency has dead weight everywhere. Many years ago, one of the managers was sued for discrimination, and after that, he never reprimanded another person. If I could squelch my pride and morality, I could just sit back and do nothing for the next 30 years.

[Anonymous]

crew of Millennials?

This has been my experience. They have their own agenda, which translates into their own schedule. They hate communicating face-to-face and detest emailing as well. They love texting; they're ALL about the texting. They will text and "appear" to be talking to you at the same time.

Basic skills are lacking. databases? writing memos? using appropriate language in business communication? That's a joke!

If they take leave, they don't find it "necessary" to tell their supervisors.

learning anything they don't find significant to their lives? why bother? or expecting YOU to do it FOR them . . . That's the best.

My friend left a job after her supervisor told her she had to "make work engaging" for the Millennials. It had to be "fun."

PP, your group may not be Millennials. But by your very description, your group does fit the bill! And if you're a Millennial, then you're certainly an anomaly.

Anonymous wrote:I am an internal hire but came from a different office in the same agency. I have worked in the government 12 years and I have never found the stereotype about government workers to be true.

I had three rounds of panel interviews. I have technical expertise in the field and federal government in both policy and operations.

I gave the team a month where I met with each of them, observed, asked for feedback and suggestions on how to improve processes.

I gave an assignment to see each team member's work style. I met with each person about the status of the assignment and their progress. I have also had several trainings on topics the team asked for continuing education or a refresher.

What I have found is that there are half of the team who are doing the majority of the work. We use a database to track and monitor all our work and it is easy to see who is doing their work and who isn't. I receive a weekly report of all actions and can see those actions over 30 days in the queue. I also can see the notes that staff enter and receive email notifications.

I do not have time to micromange. My plate is full and I feel like I am going to scream with all this hand holding. I seriously came on this forum as I thought I was going to cry. I asked someone to write a memo. She said she never had written one. I gave her training. We met and worked on it together. I referred her to a colleague with experience.

I get a lot of pushback about assignments. Oh I have never done this and I am not going to learn, etc.

When I call people working from home, they do not respond. When I email them, they do not respond. I will wait hours. I will follow up. Crickets.

People take last minute leave like others change underwear.

In the office, I am not sure what people are doing. One woman is running a side business. Another man is on the Wash Post all day listening to loud music. Three people sit in one person's office and chat. I have received feedback from other managers of their unprofessional behavior.

I send a meeting request. No response. I send an email. No response. I go to someone's cube. They are not there. I go again an hour later. Still not there. No one can be accounted for.

I had the expectation that the folks on my team had a level of professionalism and subject matter expertise. Not only am I finding people completely defrauding the government--we are talking people who are saying they are teleworking but not doing any work-- but I am also finding there are people that have not completed one task for an entire month! So maybe they are at work but chit chatting with their office mate or friends.

Our job is very time sensitive. Letting stuff sit has fiscal and administrative consequences. I am at a loss as to what to do. I have given feedback tot he high performers and have a good rapport with them.

What I am finding as a new manager is that there are a lot of mental health issues and issues related to personal health and care of children and family members. I am flexible, but you are not getting paid to stay at home with Grandma and watch Bravo all day on the taxpayer's dime.

The meeting people did not show up to was a major review. People don't accept meeting requests. They come and go as they please. They tell me that it is a "laid back" environment. Our job is anything but laid back. It is a regulatory, fiscal position.

We don't have a lot of meetings. You can do your job remotely. But people are abusing the privilege. Before, they had a super nice but super lax manager.

[Anonymous]

Go watch the movie "Heartbreak Ridge" with Clint Eastwood.

[Anonymous]

Anonymous wrote:crew of Millennials?

This has been my experience. They have their own agenda, which translates into their own schedule. They hate communicating face-to-face and detest emailing as well. They love texting; they're ALL about the texting. They will text and "appear" to be talking to you at the same time.

Basic skills are lacking. databases? writing memos? using appropriate language in business communication? That's a joke!

If they take leave, they don't find it "necessary" to tell their supervisors.

learning anything they don't find significant to their lives? why bother? or expecting YOU to do it FOR them . . . That's the best.

My friend left a job after her supervisor told her she had to "make work engaging" for the Millennials. It had to be "fun."

PP, your group may not be Millennials. But by your very description, your group does fit the bill! And if you're a Millennial, then you're certainly an anomaly.

Anonymous wrote:I am an internal hire but came from a different office in the same agency. I have worked in the government 12 years and I have never found the stereotype about government workers to be true.

I had three rounds of panel interviews. I have technical expertise in the field and federal government in both policy and operations.

I gave the team a month where I met with each of them, observed, asked for feedback and suggestions on how to improve processes.

I gave an assignment to see each team member's work style. I met with each person about the status of the assignment and their progress. I have also had several trainings on topics the team asked for continuing education or a refresher.

What I have found is that there are half of the team who are doing the majority of the work. We use a database to track and monitor all our work and it is easy to see who is doing their work and who isn't. I receive a weekly report of all actions and can see those actions over 30 days in the queue. I also can see the notes that staff enter and receive email notifications.

I do not have time to micromange. My plate is full and I feel like I am going to scream with all this hand holding. I seriously came on this forum as I thought I was going to cry. I asked someone to write a memo. She said she never had written one. I gave her training. We met and worked on it together. I referred her to a colleague with experience.

I get a lot of pushback about assignments. Oh I have never done this and I am not going to learn, etc.

When I call people working from home, they do not respond. When I email them, they do not respond. I will wait hours. I will follow up. Crickets.

People take last minute leave like others change underwear.

In the office, I am not sure what people are doing. One woman is running a side business. Another man is on the Wash Post all day listening to loud music. Three people sit in one person's office and chat. I have received feedback from other managers of their unprofessional behavior.

I send a meeting request. No response. I send an email. No response. I go to someone's cube. They are not there. I go again an hour later. Still not there. No one can be accounted for.

I had the expectation that the folks on my team had a level of professionalism and subject matter expertise. Not only am I finding people completely defrauding the government--we are talking people who are saying they are teleworking but not doing any work-- but I am also finding there are people that have not completed one task for an entire month! So maybe they are at work but chit chatting with their office mate or friends.

Our job is very time sensitive. Letting stuff sit has fiscal and administrative consequences. I am at a loss as to what to do. I have given feedback tot he high performers and have a good rapport with them.

What I am finding as a new manager is that there are a lot of mental health issues and issues related to personal health and care of children and family members. I am flexible, but you are not getting paid to stay at home with Grandma and watch Bravo all day on the taxpayer's dime.

The meeting people did not show up to was a major review. People don't accept meeting requests. They come and go as they please. They tell me that it is a "laid back" environment. Our job is anything but laid back. It is a regulatory, fiscal position.

We don't have a lot of meetings. You can do your job remotely. But people are abusing the privilege. Before, they had a super nice but super lax manager.

Doesn't sound like we interact with the same millenial crowd. If anything I think millennials work harder because I see real fear in their eyes in terms of not being able to 'coast' and get the same economy security as older generations.